BSBHRM506 Manage Recruitment Selection And Induction Processes

Key areas of the recruitment plan that need revising

It can be stated that the Healthcare United Recruitment Policy 2016 has been revised to implement better staff selection policies and procedures. It can be noted that the according to the staff recruitment policy of 2000 the manager was required to consult with the HR prior to recruitment of any staff. However, later this provision was revised in the 2016 policy which empowered the manager to recruit staff without consulting the HR. It can be stated that this saves time and resources. There is a difference in time frame of the recruitment procedures. The time frame given in the Recruitment and selection policy of 2000 is comprised of 8 procedures. Each of the procedures is noted to have different time frames. The first procedure involved analyzing the vacant positions. The second procedure involved description of the position in which the employees would be hired. The third procedure involved advertising about the recruitment plan. The fourth procedure involved short listing the candidates. The fifth procedure involved preparing the interview questions. The sixth procedure involved interviewing the applicants. The seventh procedure involved reference check. The last procedure is the job offer. Therefore it can be noted that the recruitment procedure as stated in the recruitment policy of 2000 was much elaborate and lengthy compared to the recruitment and selection process of 2016.

Best Recruitment and selection process in practice:

It can be stated that the best recruitment and selection process involves:

• Identifying the hiring need- It is very important to recognize the need of the company for hiring and selection procedure. The positions in which employees are to be hired are to be analyzed. It is important to understand the roles and responsibilities of the employee in the organization (Council 2014).
• Planning- Proper planning of recruitment procedure is essential for such recruitment. Hiring authorities and even recruitment companies are essential for fair recruitment of the most deserving candidates.
• Identifying the deserving candidates- It is important to mention that finding candidates apply for recruitment in any company is not enough. It is quintessential to find the most deserving and efficient candidate who is best suited for the job.
• Recruiting the most deserving candidates- Once the most deserving candidates have been identified it is important to recruit the best of the lot (Jepsen, Haly and Townsend 2015).
• Interviewing the candidates- Interviewing candidates is an important recruitment procedure. Proper screening is important prior to such interview
• Job Offer- Negotiating the job offer with the candidate is the next important step in recruitment procedure
• Hiring the Candidate- hiring the candidate is the final step in the recruitment procedure after the job offer has been accepted by the candidate

Developing Recruitment and Selection policy:

Vacant position analysis- The position in which the employees are to be employed in need to be analyzed prior to recruitment. Identifying the need of hiring employees is essential.

Position description- The position in which the employees are to be hired has to be described to the candidates through advertisement, so that they can have a clear idea of the position they have applied for

Advertisement- The advertisement for hiring employees should describe the positions in which the company wishes to hire employees. Advertisement cannot contain any fake offer or should not misguide the candidates about the vacancy

Short listing- Short listing the candidates who are eligible for the job is essential

Interview Preparation- Preparing the interview questions prior to the interview is essential as the interview questions aim to evaluate whether the candidates appearing for such interview are eligible for the job  

Interviewing applicants- Interviewing the applicants to select the most deserving of them is an important part of recruitment procedure

Reference Checks- It is essential to identify who have referred the candidates

Job offer- The job offer is the final stage of the recruitment and selection procedure. The job offer has to be negotiated with the candidate.

Communication plan

Situational analysis

New policies and procedures have been developed by the organization. These policies have been developed so that the organization is able to perform in a competent manner in the process of recruitment and selection. It is of significance important to ensure that communication within the organization is conducted in a proper manner.  If communication is not proper it may create misunderstandings which may further led to a situation of dispute in the organization. Where there is a change in policy and procedure the organization has to be more careful in the process of communication so that they employees take the changes in a best possible way. Any questions or grievances on the part of the staffs have to be addressed with priority in order to ensure that employment relations are not hampered. In addition the staff would be most responsible for the proper implementation of the policy so their doubts have to be cleared.

Objectives

The objective of this communication plan is

• To specifically let the staff know about the changes
• Take proper feedback from the staff in relation to the changes
• Ensure that the staff are notified about the realistic nature of the policy
• The policy has to be notified to the staff within a proper time frame
• It must also be conveyed to the staff that the new changes can be implemented properly through their corporation

Key audience In relation to the communication plan

These include the HR managers, the production team, other line managers, The IT department and the other internal stakeholders of the organization

Media channel

The changes which have been made would be notified to the staff through the usage of various media forms such as

Audio Visual Training – here the introduction about the new policies have to be provided to the staff by the managers

Leaflets of the new policy – these should contain the extract description of the new policy and procedures to be implemented in the organization so that the employees can read them throughly to understand

Mangers meetings- through the meetings the staff has to be notified about the benefits of the program again and there feedback in relation to the new policy has to be obtained.

Answer nine: Meeting with assessor

• Recruitment and selection methods- The Company could recruit internally as well as externally. The assessment centers will be used to assess the key people or the managers of the company
• Outsourcing- It is the practice of handing over tasks and operations to third parties for a period of time to reduce cost of operations
• Employment Contracts- Employment contracts govern the terms of employment and bind both the employer and employee
• Legislation that governs recruitment procedure- Fair works Act 2009
• Importance of terms and conditions of employment- The terms and conditions of employment are the terms of employment and are binding upon the employer and employee
• Importance of skill testing programs- A psychometric test measures actual behavior of people in a real life work scenario.

Reference List:           

Council, R.M.B., 2014. Recruitment and Selection Policy.

Jepsen, D., Knox-Haly, M. and Townsend, D., 2015. Recruitment practices in Australia: A review and comparative research agenda. Employment Relations Record, 15(2), p.5.